A successful transition from traditional Peer-to-Peer Recognition to Social Recognition

1. Traditional Employee Recognition
versus
Social Recognition
A successful transition from
traditional Peer-to-Peer Recognition
to Social Recognition

3. • Sense of pride from winners
• Low line-manager participation
• Inconsistent participation across company
• Low transparency
• High-value, low frequency, limited awards to few
recipients
• Delay between contribution and recognition
• Limited link to ‘HR’ management practices
• Lack of alignment to departmental priorities
• Lack of ROI
Traditional Peer-to-Peer Recognition …

5. Social Recognition…
• Unified recognition strategy and goals
• Daily sense of appreciation
• Social Recognition platform encouraged high
recognition frequency & unlimited recipients
• Aligned with company vision and values
• Emphasis on all employees being recognised
• Increased participation across all departments
• Clear visibility of all recognised employees
• Cross-company recognition – high transparency
• ROI metrics

6. Kudos® Social Recognition
http://www.giftinnovations.ie/social-recognition/
Request a Kudos trial:
http://www.giftinnovations.ie/book-kudos-trial/
A-Z of Social Recognition
http://www.giftinnovations.ie/blog/the-a-z-of-social-recognition/